insecure work and ethnicity work and ethnicity... · uk, either because they are working on a...

Insecure work and

Ethnicity

Insecure work and Ethnicity 2

Executive Summary

Our previous analysis showed that there are 3.2 million people who face

insecurity in work in the UK, either because they are working on a contract that

does not guarantee decent employment rights ( including zero hours contracts,

agency and casual work), or because they are in low paid self-employment (

earning less than the government’s National Living Wage).

This analysis show that Black and Minority Ethnic (BAME) groups are

persistently disadvantaged in the labour market. Overall, the employment rates

for White people (76.1 percent) is significantly higher than for those from a

minority ethnic group (64.2 percent). The TUC believes that race discrimination

plays a major role in explaining these inequalities, as does the lack of access to

employment opportunities for BAME workers. The growth of insecure work has

exacerbated the inequalities that BAME workers already face.

This analysis shows that BAME workers are not only disadvantaged in terms of

the quantity of work they have access to, but also the quality of jobs. The

experience of insecure work differs between different ethnic groups, but the

overall pattern is one in which BAME workers are significantly disadvantaged

in the labour market.

We find 1 in 13 BAME employees are in insecure work, and strikingly 1 in 8

Black employees are in insecure work, the average is 1 in 17.

The Black community are over twice as likely to be in temporary work than the

average. Not only are these workers more likely to be in temporary work, they

have also experienced the largest increase in the number of people in temporary

jobs between 2011 and 2016, with a striking 58 percent increase, compared to

an overall increase of 11 per cent. 42 percent of Black workers are in all

temporary work because they cannot find a permanent job, compared to 31

percent of the total temporary workforce.

The proportion of the Black community in all employment on zero hour

contracts is 5 percent. This means almost 1 in 20 are on a zero hours contracts,

the national average is around 1 in 36.

We also find that in 2011 when the average self-employment rate was 13.8

percent, the Pakistani community experienced a self-employment rate almost

twice that at 25.3 percent. In 2016 while the Pakistani self-employment rate

remained above 20 percent the self-employment rate for the Bangladeshi

community almost doubled from 2011 to 20.3 per cent. Self-employment within

the Black community also increased significantly during this time, from 7.1 to

11.4 percent.


Introduction

In December 2016 the TUC published a new report, Living on the edge, looking at the

extent of insecure work in Britain today.1

The report found that there are 3.2 million people who face insecurity in work in the

UK, either because they are working on a contract that does not guarantee decent

employment rights (including zero hours contracts, agency and casual work), or because

they are in low paid self-employment (earning less than the government’s National

Living Wage). In total this is one in ten of those in work.

These people are missing out on key rights and protections at work. 1.5 million of this

group are employed, but risk missing out on family friendly rights including maternity,

paternity and adoption leave, the right to an itemised pay slip, and protection from unfair

dismissal. This number has grown by 700,000 in the last decade, mostly because of the

increase in zero hours contracts.

The report also shows that those in insecure work experience significant pay penalties:

Self-employed people now earn on average 60 percent of the median annual rate

of an employee per year, down from around 70 percent a decade ago.

Median hourly pay for those on a zero-hours contract in 2016 was worth just 66

percent of the median for all employees.

Median hourly pay for those working for an employment agency was worth just

80 percent that of the average employee; for those in casual or seasonal work,

pay was worth just 60 percent of the employee average.

Due to low pay and irregular hours, many of these workers also miss out on sick

pay, statutory maternity and paternity pay and the right to be enrolled

automatically into a workplace pension. Almost half a million people on zero

hours contracts or in insecure temporary work miss out on these rights.

This analysis looks at how the growth of insecure work has affected different ethnic

groups. Our previous analysis looked at the growth of insecure work over the period of

2011 to 2016, and for consistency this data will look over the same period.

1 https://www.tuc.org.uk/sites/default/files/Living%20on%20the%20Edge%202016.pdf


Employment Overview

BAME groups are persistently disadvantaged in the labour market. The TUC believes

that race discrimination plays a major role in explaining these inequalities, as does the

lack of access to employment opportunities for BAME workers.

A good starting point for the analysis is to get an understanding of the employment

position of different ethnic groups by looking at overall employment and unemployment

rates.

There are striking differences in employment rates between White and BAME

communities, with those from a minority ethnic background over ten percentage points

less likely to be employed in 2016.

Within ethnic minorities, however there are varying employment experiences: the Indian

employment rate is 73 percent and very close to the UK average employment rate,

whereas the employment rate for the Bangladeshi community is just 53.7 per cent,

reflecting different communities differing histories and entry into the labour market.

UK employment rate (16-64) by ethnicity 2007/2016

1.1

2.1

3.1

4.1

5.1

6.1

7.1

8.1

Source ONS - data is average of 4 quarters in 2016

*Ethnic Minority includes all people stating their ethnicity as non-white. This is the sum of the

series 'Mixed', 'Indian', 'Pakistani', 'Bangladeshi', 'Chinese', 'Black 'Other'.

In this report Black refers to Black African and Caribbean

40

45

50

55

60

65

70

75

80

2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016

Emp

loym

en

t R

ate

Total White Ethnic Minority

Mixed Indian Pakistani

Bangladeshi Black Other


The table below looks at employment rates for a number of ethnic groups in the UK

over different time periods. First, from 2007 to 2011 which allows us to look at the

impact of the recession on the labour market, and then from 2011 to 2016, the period in

which the labour market recovered. The data shows various patterns in the labour

market:

1) During 2007-2011 every ethnic group with the exception of the Pakistani and

Bangladeshi community experienced declining employment rates as the

recession hit the UK. However this is not to suggest that Pakistani and

Bangladeshi workers were doing exceptionally well in the labour market, as

these two groups have significantly lower employment rates, 46.9 percent and

43 percent in 2007. Despite improving employment rates, their employment

rates remain around 20 percentage points below the UK national average.

2) The Indian community had the smallest fall during this period (2007-11) of 0.1

percentage points. The Mixed and Black community experienced the highest

falls in employment rate of 3.7 and 5.5 percentage points. The overall UK fall

was 2.4 percentage points.

3) During 2011- 2016 the labour market recovery started to take place. Whilst the

Black community continued to have lower employment rates than the national

average, they experienced the largest rise in employment, an increase of 10.4

percentage points.

UK employment rate (16-64) by ethnicity 2007-2016

Year Total White

Ethnic

Minority

*

2007 72.7 74.2 60.1

2008 72.6 74.1 60.4

2009 70.9 72.5 59.2

2010 70.4 71.8 59.7

2011 70.3 71.9 59.1

2012 71.0 72.6 59.5

2013 71.5 73.3 59.8

2014 72.9 74.6 61.5

2015 73.7 75.4 62.9

2016 74.4 76.1 64.2

2007-2011 -2.4 -2.3 -1

2016-2011 +4.1 +4.2 +5.1


Year Mixed Indian Pakistani Bangla

deshi

Black/

Other

2007 62.7 69.1 46.9 43.0 63.4 60.6

2008 62.6 69.1 46.9 46.4 62.6 61.0

2009 59.3 68.4 47.1 47.1 58.4 60.9

2010 61.9 70.4 47.6 47.3 61.5 58.0

2011 59.0 69.0 49.9 49.2 57.9 60.2

2012 60.4 69.9 49.5 48.7 60.7 58.8

2013 62.0 70.6 48.4 53.0 60.7 59.3

2014 64.6 71.6 50.6 54.9 61.9 60.3

2015 64.5 70.8 54.5 55.9 64.0 62.0

2016 65.1 73.0 55.1 53.7 68.3 60.8

2007-2011 -3.7 -0.1 +3 +6.2 -5.5 -0.4

2011-2016 +6.1 +4.0 +5.2 +4.5 +10.4 +0.6 Source ONS – data average of quarters

*Includes all people stating their ethnicity as non-white. This is the sum of the series 'Mixed',

'Indian', 'Pakistani', 'Bangladeshi', 'Chinese', 'Black', 'Other'.

Unemployment rates for different ethnic groups mirror patterns in the employment rate.

While the employment rate for White groups is 4.4 percent, BAME workers have an

employment rate almost double that, at 8.6 per cent.

The graph below shows the unemployment rate for different minority ethnic groups in

the last decade, and the persistently higher unemployment of BAME groups.

UK unemployment rate (16+) by ethnicity 2007-2016

Source ONS – data average of quarters

4

6

8

10

12

14

16

18

20

22

2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016

Un

emp

loym

ent

rate

Total White Ethnic Minority

Mixed Indian Pakistani

Bangladeshi Black Other


Ethnic inequalities in the labour market are also evidenced by the higher poverty rates

among some ethnic minority groups. The Joseph Rowntree Foundation (JRF) 2produce

the chart below using Households Below Average Income data (HBAI) from the DWP.

This shows the poverty rate has been consistently lowest among White people. In

2015/16, the poverty rate was 19 percent. The ethnic group with the highest risk of

being in poverty is Bangladeshi, followed closely by the Pakistani and Black

communities.

Proportion of people in poverty by ethnicity 2011-2016

AHC = After housing costs

Source: Households Below Average Income (HBAI), Department for Work and Pensions, 2017

* Poverty being measured as the proportion of people living in households with an after housing

costs income below 60 percent of the contemporary median household income.

2 http://www.jrf.org.uk/data/poverty-rate-ethnicity


Not only do levels of employment differ markedly among ethnic groups, types of

employment do to. We are limiting this analysis to how different ethnic groups have

experienced the growth in insecure work. In line with our previous analysis on insecure

work we use the same definition:

Forms of temporary work, including agency work, casual and seasonal work,

where workers often miss out on key employment rights and protections,

including family friendly rights, redundancy pay and sick pay. Our definition of

insecure temporary work excludes those on fixed term contracts, who are

normally entitled to the same rights as employees.

Zero-hours contracts, where workers face insecurity about their incomes and

hours of work, and often miss out on key employment rights.

Low paid self-employment, where workers miss out on employment rights and

income related protections (such as sick pay and maternity pay), but cannot

afford a safety net for those periods when they cannot work.

Insecure Employees

In our Living on the edge report we found that of the 3.2 million total, 1.5 million are

employed, but risk missing out on family friendly rights including maternity, paternity

and adoption. This analysis now looks at these insecure employees by ethnicity, and

finds BAME groups are more likely to be an insecure employee than their White

counterparts. Most strikingly 1 in 8 Black employees are in insecure work, this is double

the average of 1 in 17, and 1 in 20 for the White community.

Insecure employees in 2016

All BAME White Black

Insecure

temporary

work-

( agency, casual, seasonal,

other ) this excludes fixed

term contracts 729,623

133,303

596,319 52,819

Zero- hours

contract

workers -

excludes those who are self-

employed, and those who

would be included in the

category above

806,911

107,531

699,380 40,280

Total insecure

employees

Total of insecure temporary

work and zero hours

contracts 1,536,534

240,835

1,295,699 93,099

Insecure

employment

rate

Insecure work as a

proportion of employees 6%

8%

5% 12%

*Note overall total is slightly different to that published on Living on the Edge as more recent data has

become available- source ONS nesstar average of q2 +q4 2016


Temporary Work

The following analysis breaks down the data on temporary work by ethnicity. It is

immediately clear that the Black community are over twice more likely to be

represented in temporary work than the average.

Proportion of temporary workers in employment- in each ethnic group

2016

9.1

10.1

11.1

12.1

13.1

14.1

15.1

16.1 Source ONS nesstar- average of quarters

In 2011 the White population were least likely to be working in temporary jobs

compared to other ethnic groups at 2.9 percent, this total remains constant at 2016

however, and in 2016 it is the Indian community least likely to be in this form of

employment.

17.1

18.1

19.1

3.1%

0.0%

1.0%

2.0%

3.0%

4.0%

5.0%

6.0%

7.0%

8.0%

9.0%


Temporary work by ethnicity in 2011 and 2016

2011 2016

Ethnicity

Numbers

in

temporary

work

Proportion of

temporary

workers in all

employment-

in each ethnic

group

Numbers

in

temporary

work

Proportion of

temporary

workers in all

employment- in

each ethnic

group

White 758,823 2.9% 818,815 2.9%

Mixed/multiple ethnic

background* 9,605 4.1% 15,098 4.4%

Indian 33,123 4.6% 22,697 2.7%

Pakistani + Bangladeshi** 17,178 3.6% 22,693 3.8%

Other Asian background 15,091 4.5% 20,572 5.7%

Black 44,013 6.4% 69,365 7.8%

Other ethnic group 14,405 4.0% 19,070 4.3%

N= 895,827 3.1% 995,013 3.1% Source ONS nesstar- average of quarters

* This data needs to be taken with caution as data under 10,000 are under the reliable validity

level

** Pakistani and Bangladeshi have been added together as they had low sample sizes

individually.

The following table looks at the growth in temporary work among different ethnic

groups between 2011 and 2016. The overall increase is 11 percent, while White

communities saw an 8 percent increase in the number of people in temporary work, for

the Black community it is a 58 percent increase. So not only are the Black community

more likely to be in temporary work, they have also experienced the largest increase

since 2011.

In contrast the Indian community had a fall of 31 percent over the period. In 2011 the

proportion of temporary workers in employment was above the national average at 4.6

percent of employment, in 2016 this is 2.7 percent, below the average of 3.1 percent, so

this ethnic group has experienced improved outcomes in this form of employment.


Change in temporary work from 2011- 2016 by ethnicity

Ethnicity

% increase in

temporary

work

change in

proportion

White 8% 0

Mixed/Multiple ethnic groups* 57% 0

Indian -31% -2

Pakistani + Bangladeshi** 32% 0

Any other Asian background 36% 1

Black 58% 2

Other ethnic group 32% 0

N= 11% 0 Source ONS nesstar- average of quarters

* This data needs to be taken with caution as data under 10,000 are under the reliable validity

level

** Pakistani and Bangladeshi have been added together as they had low sample sizes

individually.

Looking at the growth in temporary work for the Black community in a little more detail

shows us further disadvantages in the labour market. The growth in temporary work for

the Black community has been female dominated. The overall increase in temporary

work for this community was 58 percent during 2011-2016. For women however it was

a massive 82 percent, while the proportion of Black men in temporary work increased

by 37 percent.

When looking at this as proportion of all employment there is a 0.4 percentage point

increase in temporary work for the Black community. For women it is a 2.5 percentage

point increase to 8.1 percent. This means that one in twelve women in the Black

community in all employment are in this form of insecure employment.

Black temporary workers by gender 2011 and 2016

Temporary

Work

Proportion of temporary

workers in all

employment- in each

ethnic group

2011

Male 23,536 7.1%

Female 20,477 5.6%

2016

Male 32,191 7.5%

Female 37,174 8.1% Source ONS nesstar- average of quarters


Change in Black temporary workers by gender 2011- 2016

Change from 2011- 2016

Percentage

increase in

total

Proportion of

temporary workers in

all employment- in

each ethnic group

Male 37% 0.4%

Female 82% 2.5% Source ONS nesstar- average of quarters

When further breaking this down by occupation, the largest occupation Black temporary

workers are in (using the wider definition of temporary work which includes fixed term

contracts) is ‘caring personal services’ at 17.1 percent, the average for all temporary

workers in this occupation is 4.6 percent.

Involuntary temporary work

Involuntary temporary work, that is, those working on a temporary basis as they cannot

find permanent work (rather than out of a preference for this type of work) is on average

around 31 percent. For the Black community however it is significantly higher, at a

staggering 42 percent. Close to half of this group who are in temporary work are there

because they could not find permanent work, reflecting the fact that Black workers have

significantly fewer choices in the labour market.

Involuntary temporary* work 2016 by ethnicity

Ethnicity

Could not find

permanent job

Proportion in

involuntary

work

White 411,587 30%

Mixed/Multiple ethnic groups ** 8,482 30%

Indian 14,412 35%

Pakistani + Bangladeshi *** 13,485 38%

Any other Asian background** 9,015 35%

Black 36,000 42%

Other ethnic group 11,991 40%

Total 509,249 31% Source ONS nesstar- average of quarters

* In this table temporary work – includes all temporary work i.e. fixed term contracts

** This data needs to be taken with caution as data under 10,000 are under the reliable validity

level

***Pakistani and Bangladeshi have been added together as they had low sample sizes

individually.


Zero hours contracts

Zero hours contracts are insecure work where the balance of power is tilted decisively in

favour of employers, with workers often not knowing how many hours they will work

each week, and facing the cancellation of shifts at short notice by employers.

The latest published data on the number of people employed on ‘zero-hours contracts’,

based on the Labour Force Survey (October – December 2016) is 905,000. This latest

estimate is 101,000 higher than that for October to December 2015, and is up from 2.5

percent of people in employment to 2.8 percent.

Growth in zero hours contracts 2001 Q4 to 2016 Q4

Source ONS – note data is not seasonally adjusted

When breaking down the zero hours contracts data by ethnicity we find a similar pattern

to that of the breakdown of temporary workers. The proportion of the Black community

in all employment on zero hours contracts is almost 5 percent, this is almost 1 in 20,

whereas the national average is around 1 in 36. The White community is in line with the

national average, and the Indian community are the least likely to be on zero hours

contracts.

Numbers in zero hours contracts 2016 by ethnicity

0.0

0.5

1.0

1.5

2.0

2.5

3.0

0

100,000

200,000

300,000

400,000

500,000

600,000

700,000

800,000

900,000

1,000,000

20

00

20

01

20

02

20

03

20

04

20

05

20

06

20

07

20

08

20

09

20

10

20

11

20

12

20

13

20

14

20

15

20

16

% o

f p

eop

le in

em

plo

ymen

t o

n a

ZH

C

Nu

mb

ers

in Z

ero

ho

ur

con

trac

ts

In employment on a zero hours contract

Percentage of people in employment on a zero hours contract

Ethnicity

Numbers

in zero

hours

contracts

White 754,379

Mixed/Multiple ethnic groups 14,483

Indian 14,787


Source ONS nesstar – Average of q2 + q4 data – note figures may vary slightly from published ONS release

Proportion in zero hours contracts 2016 by ethnicity

Source ONS nesstar – Average of q2 + q4 data – note figures may vary slightly from published ONS release

* Pakistani and Bangladeshi have been added together as they had low sample sizes individually.

** A comparison of the experiences of different ethnic groups in the growth of zero hour

contracts from 2011 to 2016 is not possible,, due to the data size being too small in 2011 for

valid comparison.

It is possible to look at ethnicity and gender for zero hours contracts for 2016, however

we are limited to White and Black groups due to data size. In general women are more

likely to be on zero hour contracts, just over half 52 percent, yet for the Black women it

is around 60 percent. Around 5.5 percent of Black women in all employment are on zero

hours contracts compared to 4 percent of men.

Proportions in zero hours contracts of all employment- 2016 - by ethnicity

and gender

Ethnicity Male Female Total

White 2.3% 3.1% 2.7%

Black 4.0% 5.5% 4.8%

Source ONS nesstar – Average of q2 + q4 data

2.75%

0% 1% 2% 3% 4% 5%

Black

Mixed/Multiple ethnic groups

Any other Asian background

Other ethnic group

Pakistani

Average

White

Indian

Bangladeshi

Pakistani + Bangladeshi* 15,114

Any other Asian background 13,357

Black 43,868

Other ethnic group 15,383


Self-employment

The rise in self-employment has been well documented. Self-employment now makes

up 15 percent of the work force, up from 13.0 percent in 2007 and 13.8 percent in 2011.

There are almost 5 million people currently in self-employment.

Self- employment since turn of the century

Source ONS

Our concern is that while some people may have moved in to self-employment out of

choice, others may have been forced in to self-employment as they were unable to find

alternative employment, and the growth of self-employment has come at the expense of

more secure employee jobs and the loss of key employment rights.

There is also concern about ‘bogus self-employment’. Trade Unions have found that

employers are increasingly labelling their workers as self-employed contractors to avoid

providing employment rights and national insurance contributions.

There is now widespread evidence that the pay of self-employed people is both

significantly lower than that of employees, and that self–employment has become less

financially rewarding over time. The family resources survey shows that self-employed

people earn on average 60 percent of the median annual rate of an employee per

year3. Research from the Social Market Foundation4 shows that 45 percent of the self-

3https://www.gov.uk/government/statistics/family-resources-survey-financial-year-201415 4 http://www.smf.co.uk/wp-content/uploads/2016/10/Social-Market-Foundation-SMF-Tough-Gig-Tackling-low-paid-self-employment-in-London-and-the-UK-October-2016.pdf

2,500,000

3,000,000

3,500,000

4,000,000

4,500,000

5,000,000


employed aged 25 or over (1.7 million individuals) are paid below the National Living

Wage (£7.20 an hour). For employees the risk of low pay is around 20 per cent.

The Social Market Foundation analysis also reports low paid self-employment is

concentrated in construction, administrative and support activities, transport and storage,

professional scientific and technical, and wholesale and retail.

The TUC analysis in ‘Living on the edge’ included the 1.7 million in low paid self-

employment in the total figure of 3.2 million, and our analysis on insecure work by

industry and region also looked at low paid self-employment. The analysis on ethnicity

and low paid self- employment is more difficult to replicate, due to data available,

however some inferences can be made by looking at self –employment overall.

Whereas our previous analysis showed that the Black community were

disproportionately in temporary work and zero hours contracts, when it comes to self-

employment it is the Pakistani and Bangladeshi community that stand out. In 2011,

when the average self-employment rate was 13.8 percent, the Pakistani community

experienced a self-employment rate almost twice that at 25.3 percent. The White

community were in line with the UK average, and the Black community were

significantly below at 7.1 percent.

In 2016 while the Pakistani self–employment rate remained above 20 percent the self-

employment rate for the Bangladeshi community almost doubled to 20.3 percent, and

the Pakistani and Bangladeshi self-employment rates are significantly above the UK

average. For the White community the increase from 2011 to 2016 was roughly in line

with the national average of 1.2 percentage points, and while the self-employment rate

of the Black community remains below the UK average it did increase significantly by

4.3 percentage points.

Self-employment by ethnicity 2011- 2016

Proportion

2011

Proportion

2016

Change in

proportion

from 2011-2016

Total 13.8% 15.0% 1.2

White 13.9% 15.0% 1.1

Ethnic Minority* 12.9% 15.1% 2.2

Mixed 11.0% 14.8% 3.8

Indian 11.7% 13.1% 1.4

Pakistani 25.3% 23.4% -1.9

Bangladeshi 12.2% 20.3% 8.1

Black 7.1% 11.4% 4.3

Other 14.4% 15.8% 1.4





Overall men are more likely to be in self-employment, the UK average is around 19

percent, for the Pakistani and Bangladeshi community it is 29 and 24 percent. And when

breaking this down further by minor occupation, almost 50 percent (48%) of male self-

employed Pakistani and Bangladeshi are ‘road transport drivers’, a low paid self-

employed occupation.

Self – employment rate for men – 2011-2016

2011 2016

change from

2011 -2016

Total 18.2% 19.1% 0.9%

White 18.3% 19.0% 0.7%

Ethnic Minority* 17.1% 19.6% 2.5%

Mixed 11.9% 17.9% 6.0%

Indian 14.6% 16.4% 1.7%

Pakistani 32.1% 29.4% -2.7%

Bangladeshi 15.8% 24.2% 8.4%

Black 10.2% 16.6% 6.4%

Other 17.7% 19.6% 1.9%




Self – employment rate for men - 2016

Policy recommendations.

Source ONS

* It is not possible to replicate the same data for women as the sample sizes get to small for

comparison.

19.1%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%


Policy recommendations

The report highlights the need for concerted and co-ordinated action to address the

increasing marginalisation of Black and minority ethnic workers in the labour market.

The TUC believes that access to and progress within employment is central to the

participation of Black and minority ethnic communities in society. Without

employment, people from Black and minority ethnic communities suffer from social

exclusion, poverty and an insurmountable barrier to social mobility.

This report also highlights the need for a concerted and co-ordinated action by the

government to eliminate racial discrimination in the labour market and to tackle the

increasing exploitation and exclusion from employment rights faced disproportionately

by Black workers as a result of the increase in the use of non-permanent working

arrangements.

The TUC believes that measures need to be taken to tackle the employment crisis faced

by Black and minority ethnic workers as a result of their increasingly precarious

position in the labour market and is therefore calling for the following:

That government should abandon the philosophy of voluntarism being adequate

to address the race discrimination that exists in the private sector and as matter

of urgency introduce legislation that places all employers under a duty to

promote racial equality and to monitor the impact of such measures.

Government should take measures to tackle the insecurity in the labour market

that has a disproportionate impact on Black and minority ethnic workers. These

should include:

Giving workers a day one right to a written statement of terms and conditions,

including their expected hours of work. Reforming the rules on employment

status to ensure that all workers benefit from the same employment rights,

including statutory redundancy pay, protection from unfair dismissal and family

friendly rights.

Banning zero hours contracts, by giving workers who work regular hours a right

to a written contract guaranteeing their normal hours.

Cracking down on false self-employment, including by introducing a

presumption that everyone is an employee unless the employer can demonstrate

otherwise.

Ending the pay penalty for those in agency work, by ending the ‘Swedish

Derogation’, a loophole which allows some agency workers to be paid less than

the going rate for the job.

That government should support better enforcement of employment rights by

abolishing employment tribunal fees that are creating barriers for Black and


minority ethnic workers to be able to seek redress when faced with exploitation

and discrimination at work.

That the government should promote permanent and secure employment by

taking measures to reduce the use of agency workers and temporary, fixed term

and zero hours contracts in national and local government services.

That government should take action to ensure that there is better access for all

workers to union representation and collective bargaining.

insecure work and ethnicity work and ethnicity... · uk, either because they are working on a...

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